Chief of Staff

Ally Behavior is a fast-growing autism therapy company, built around exceptional clinical quality and an unmatched family experience. We've grown at roughly ~70% CAGR over the last four years and we're building toward our next chapter: 10x'ing our center footprint over the next five years. Scaling something this important requires more than plans; it requires leaders who can translate strategy into execution, build durable operating systems, and do the hard, unglamorous work to drive outcomes for kids and families. This company has been built by investing in high-potential people earlier in their career and giving them meaningful responsibility as the business scales. Many of our leaders have grown into their roles by taking ownership of hard problems, delivering impact, and earning expanded scope over time. This role continues that tradition and it is designed for someone who wants to grow quickly by doing real work that matters. Role Overview (and Why It Exists) We are hiring a Chief of Staff to help lead this growth journey. This is an “outsized role” for a hungry, high‑aptitude operator who wants to lead businesses and is eager to earn increasing responsibility quickly. The Chief of Staff will be staffed on the company's highest‑impact initiatives—often ambiguous, cross‑functional, and urgent. You will work closely with the executive team and have meaningful exposure to the CEO, while reporting to a key executive sponsor. This role is intentionally designed as a launchpad into senior leadership at Ally. We expect the person in this seat to earn increasing ownership quickly and to grow into a materially larger leadership role as the company scales. This is not a “watch from the sidelines” job. It is not purely advisory. It is not “strategy decks and analysis only.” It is a role for someone with a do‑whatever‑is‑necessary mindset: if the best way to win is to build the tracker, run the analysis, map the workflow, fix the handoff, sit with operators, draft the communications, and drive implementation— you will do that. Ally wants executives that run toward the problems, not away. Key Responsibilities Lead the highest‑impact initiatives (ambiguity included) Own initiatives end‑to‑end and personally drive deliverables to completion Drive execution from decision to delivery Turn fuzzy problems into crisp scopes, owners, timelines, and success metrics Build and run the working cadence (weekly working sessions, risk logs, escalation paths) Relentlessly unblock teams and close loops—your job is outcomes, not activity Get your hands dirty (IC work is expected) Build the model, write the one‑pager, create the dashboard, map the process, draft the communications Spend time in the real operating context (centers, intake, RCM workflows) to learn what’s true Move quickly with imperfect information while maintaining rigor and integrity Create leverage for the executive team Provide clear decision support: options, trade‑offs, and recommendations Uncover potential business problems and propose solutions Support leadership operating rhythm: pre‑reads, updates, meeting outputs, follow‑ups Ensure executive decisions translate into aligned execution across functions Examples of high‑impact initiatives: Access to services & time‑to‑start: intake funnel, handoffs, authorization bottlenecks, client conversions Capacity unlock: scheduling utilization, staffing ramps, clinical supervision leverage, standardized work Payor / RCM performance: authorization cycle time, denials reduction, process redesign, contract negotiations support Market expansion readiness: market sizing, site ramp plans, launch scorecards, go‑to‑market execution Referral growth: partnership strategy, local activation, conversion tied to capacity Service line pilots: business case, pilot design, measurement, scale/kill decisions Clinical quality & outcomes: strengthen clinical supervision and fidelity, standardize care delivery across centers, define and track outcomes measures, lead initiatives that improve client progress and family experience while we scale What Success Looks Like (6‑12 Months) 2‑4 initiatives delivered with measurable business impact (growth, access, quality, economics) Faster decision‑making and follow‑through; fewer cross‑functional “dropped balls” Clearer dashboards and operating cadence that improves execution discipline You become the person leaders trust to drop into any problem area and get to results Who Thrives Here High‑ownership, low‑ego mindset and no task is “below you” Energized by ambiguity and can create structure from scratch Zoom from strategy to operations to execution without losing momentum Direct, collaborative, persistent and able to influence without authority Hold a high bar for ethics and quality in a healthcare setting Minimum Qualifications 3+ years experience in strategy, operations, consulting, BizOps, finance, or program leadership in a high growth business with a track record of measurable outcomes Strong analytical ability (Sheets/Excel; dashboards/BI comfort is a plus) Excellent written and verbal communication; ability to drive alignment across stakeholders Preferred Qualifications Experience in multi‑site healthcare services (ABA, behavioral health, pediatrics, or adjacent) Familiarity with payor dynamics, authorizations, and/or revenue cycle Experience supporting rapid expansion and/or building operating cadence (OKRs/QBRs) Experience with technology implementation, process automation, or service operations improvement initiatives strongly preferred Proven ability to adapt to various levels of responsibilities with ability to quickly pivot from executive leadership to tactical partnership and support of different business functions / front line staff Strong management skills with the ability to lead multiple high‑priority projects simultaneously across different vertical teams (e.g. experience in consulting or investment banking) Growth & Development (leadership track) We hire this role for people who want and whom we expect to grow into bigger leadership roles. We will invest in your development through: Direct sponsorship and mentorship from senior leaders Exposure to CEO and executive team decision‑making Real ownership of initiatives that shape the company’s trajectory Increasing scope as you demonstrate impact What We Offer When Joining Our Team Total compensation potential of OTE between $175,000 and $225,000 depending on experience Quarterly bonuses based on individual and company performance Participating in company equity program Guaranteed semi‑monthly paycheck (24) Company‑sponsored DashPass 18 days of paid time off 9 paid holidays (5 set days + 4 “floating” holidays) Professional development opportunities Medical +HSA, Dental, and Vision coverage through Cigna 401(k) plan with company match Employee Assistance Program Short‑Term Disability, Term‑Life/AD&D Insurance, Critical Illness with Cancer Insurance, Accident Insurance, Hospital Confinement Insurance, and Pet Insurance Note: This position is NOT eligible for Visa sponsorship. Ally Behavior is an equal opportunity employer. In compliance with Federal and State Equal Opportunity Laws, qualified applicants are considered for all positions applied for without regard to race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, veteran status or any other legally protected status. Salary: $175,000 – $225,000 per year Job Posted by ApplicantPro #J-18808-Ljbffr